“In some cases, the writer is essentially a keyboarder who takes the information you provide and puts it into a simple format without asking questions.”  – Michael Farr, Same Day Resume

It is always to your benefit as a candidate to shop around before hiring a company to help with career planning. Many companies provide unrealistic claims and guarantees (Ex. We guarantee you will get an interview……).

The Sports Resume (TSR) approach is based on realistic assessments. We make no guarantees about employment, but always provide insight learned from speaking with industry insiders and hiring managers. Listed below are a few details explaining our procedures:

Resume/CV: after customer submissions, a brief interview is conducted to pinpoint the candidates Sports Industry “area” of interest. We then review the submitted resume and check for any errors in grammar. With customer input, a new resume design is created (if necessary). The last step is in documenting “any” of the candidates Results/Achievements in the employment history that are relevant to the current position.

Cover Letter: customer submits a copy of their current Resume/CV and the job description. The next step is in determining whether the candidate meets any or all of the employers REQUIREMENTS listed in the job description. The final step is in the design.

Again, we are more than professional writers and examiners. The need for your input is critical. The final product should “always” be a reflection or mirror image of you as the candidate and not the penmanship of TSR writers. We do not create FICTIONAL CHARACTERS.

Take a look @ our Facebook Page for the list of upcoming Career Fairs and Coaches Clinics.

“We no longer think these documents are relevant when evaluating candidates. It is as obsolete as the Objective Statement”

- TSR Writing Staff

The normal tactic used when producing a Resume/CV is to include the words REFERENCES AVAILABLE UPON REQUEST at the bottom of document. If requested, these references are nothing more than letters gratifying the personality and mannerism of the candidate. This is not the most critical information an employer would need when evaluating a candidate.

The TSR staff believes that Letters of Recommendation and references are no longer an important part of the recruitment process. They are nothing more than artificial enhancements of a person’s character. A candidate would never submit nor contact a person they feel would present any negative tendencies, characteristics, or behaviors to a potential employer. 

Second, Letters… from political officials or other popular figures replicate the content as those written from others. The name on the signature line is the only difference between their letter and those written by others. Candidates are sometimes under the assumption that being affiliated with someone ”popular” somehow enhances their chances of securing employment. (IMP:  Useful when Networking only)

Any employer who excites easily by the author of a Letter of …. should be removed from his/her position. The most appropriate method to evaluate a candidate is to contact his immediate and previous supervisor or manager. Both would have the most current interactions with the candidate, providing the most relevant evaluation of the candidates’ tendencies and proficiencies.

“Job descriptions are virtually the same. A Software Tester for Microsoft has the same duties and responsibilities as a Software Tester for Google, APPLE, Oracle, etc………..”

TSR Staff

Attention Sports-Industry Job seekers: 

There are virtually no available employment opportunities that have not been around for a while (Exception: Mobile Application Developer). This means that the position you are applying for and the one you currently have are not new to the labor market. We say this so that as a candidate you recognize the need for more on your Resume/CV to distinguish you from the competition.

For example as a hypothetical, TeamWorkOnline.com has a position listed for a Director of Sales position for the Washington Redskins. There are 4 candidates who intend to apply. Each candidate is also the Director of Sales for their current employer. In viewing their Resume/CV any Hiring Manager would expect to see the following job duties and responsibilities: Managed a team of ” ” Sales Representatives, Responsible for the ” ” territory, Provided training and coaching, etc…… The point we are making is that nothing listed above would distinguish them.

However, the fortunate candidate to get the position will be the one who provides more detail. This individual will include the specific dollar amount of sales his team generated, the % of increase in sales from a prior quarter, top performance/performer accolades, new business generated, amount of his/her responsible budget, etc….

These additional characteristics will distinguish the successful candidate from his competitors. 

Many people look at the Resume/CV as a document used for making a “normal” job description sound the more articulate. This is the wrong attitude to take when conducting a job search. The job description for any position listed on your Resume/CV should be no more than 2 sentences. The description will then be followed by as many bullet points to reflect “specific” Results and Accomplishments. This information is critical and may be the determining factor if you are one who has received no callbacks or inquiries from recruiters where your Resume/CV is located on an online Sports Employment site.